Pit Crew Labour Market Reports are coming to Canada!!

Pit Crew has been serving the Australian market for over 9 years and is bringing its well recognized Labour Market Reports to Canada. If you’re involved in major projects – you need Pit Crew Labour Market Reports.

Pit Crew Labour Market Reports

• Pit Crew Construction Labour Demand and Availability Reports
• Pit Crew Engineering Resources (Construction) Demand and Availability Reports
• Pit Crew Operations Resources Growth Demand Reports
Standard Reports which cover: Engineering Resources, Construction Labour and Operations Resources Growth and are available at the Provincial and & National level. These reports are updated every six months and are available by subscription.

Pit Crew Custom Reports
 
• One-off, targeted, brief and cost effective
 • Formed from the premium Pit Crew Labour Market Reports
 • Include up-to-the-minute data and analysis customised for the client
Recent Examples in Australia:
• LNG Sector Construction Labour – Australia
• LNG Sector Combined Engineering, Construction and Operations - Australia

• Iron Ore Sector Overview – WA
• Fabrication Capability and South West Metropolitan Region Labour Summary
 • LNG Sector Operations – Demand, national labour availability in allied industries, international availability in LNG sector
 • Regional Labour Market Study – Pilbara • Construction Labour Comparison – EPC program vs. state labour demand
• Owners team demand and modelling
 • Electrical Trades – National and state overview
• Identification of location and numbers of specific occupations with mining experience

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Collective Bargaining - Strategies and Pitfalls for Companies

Collective bargaining is a vital tool that companies use to end conflicts and to resume the operations in the organization. Occurring in either periodic or continuous manner, it aims at making the things better in the company for both employees and the employer. Since, it is an imperative activity on which the relationship of employees and employer depends to a great extent, one must be aware of winning strategies and potential pitfalls in order to avoid issues in the organization. Following are some important collective bargaining tips in the best possible position during collective bargaining.

Collective Bargaining Strategies
 
• Be Prepared - For an upcoming collective bargaining session, the most important strategy that you can use is preparation. All the members of bargaining team must possess thorough understanding of the current collective bargaining agreement along with the changes that have been made in it in the recent past.

• Know the Collective Bargaining Unit - It will always be helpful for you to possess information about what points are vital for the bargaining unit. This will help you to prepare target proposals that suit your companies work environment and yet which would sound lucrative to the bargaining team.

• Keep factual Data Supporting Your Position - One of the imperative collective bargaining strategies is to possess factual data like copies of financial documents, past bargaining agreements, and any other information that can support your position.

Collective Bargaining Pitfalls

 
• Less or No Preparation -Nothing else can frustrate the negotiating parties or delay the negotiation than not being prepared. Actually, a company should always be in constant preparation for collective bargaining and negotiations.

• Not Sharing Vital Information with the Union -It is the responsibility of an employer to share all the important information with the unions in order to bargain in good faith.

• Not Sharing Accurate Information with the Union - It is very crucial that the data and information provided to the union is accurate and complete for maintaining healthy labour relations in the company. If the union learns the fact that the information that is shared with it is inaccurate or incomplete, it will taint the bargaining relationship immediately.

• Avoid Unnecessary Delays - Finally, it is very important that you never allow your union to stall. Being the company's representative, you must avoid any unnecessary delays and must keep the bargaining moving. Any delays can be prevented by being prepared with factual data and providing the right information to the union in timely manner.

Source:- http://collectivebargainingcanada.wordpress.com/2013/10/15/collective-bargaining-strategies-and-pitfalls-for-companies/

 

Good Employee Labour Relations- Key to Successful Business

Pressures in workplace are a very widespread phenomenon but repeated force grades outcome in tension which has farfetched repercussions. The worker is the worst influenced in this considers as any change in business policy or work grade targets has direct outcome on the employee and more so on the labour class predominantly. These are is early signals and starting of force. But this unwarranted pressure lasts a little while and in time can result in chronic tension and can be a origin for other ailments as well. To alleviate out such obnoxious positions it is habitually advisable for businesses to have very clear and cordial work relations in workplace. This makes the business air tranquil and employed of the business very glossy.

The management of the business should make exceptional efforts to make certain that the work air of the labours is conducive for them. Their work schedule is as per the work norms and regulations. The main concept is that the labour should be treasured and he should seem a part of the business. He should in no way be taken for allocated and his well being should not ever be compromised. In line the business management should not ever make unrealistic output goals for the worker which could depart them frustrated and unhappy. To be with the workers, companies charter labour relatives advisor with the main to hold labour relatives in workplace favourable.

The commerce and work position throughout the world is the identical where it strolls a very thin line. Conflicts and problem positions can arise anytime; the management has to be on guard. Numerous a times small incidences can happen in the business which can be a suggestion that something is brewing somewhere and labour relations are not pleasing. Harassment of any kind to even the minutes degree should not be accepted any place and it has been glimpsed recently that assaults and sexual harassment cases are on the increase world over. As per statistics, Canada is recently displaying increasing cases of workplace aggression. This is being taken very seriously and work relatives Canada are looking into avoiding such positions and considering the reasons behind such assaults of aggression.

There can be ways and answers through which work relatives in workplace can be advanced. The first in this considers could be keeping keen watch on the behaviour of the labours and making certain that no one is being stigmatized or discriminated for some or the other cause. The workers should be well aware of the company harassment principles so that in case of any misbehaviour the worker can approach the administration or HR department. For improving the employee behaviour, there should be some training sessions arranged so that employees get briefer about the business. At the end the most significant facet to be taken care off is the fact that the worker should feel defended and should seem in case of problem he can approach the management for help, the doors for communication should habitually be open.

Collective Bargaining Model for Professional Unions White Paper

Sue.Mackintosh Teacher UnionsBy Hugh Secord and Sue Mackintosh There has to be a better way to achieve the multiple goals of maintaining professional standards, societal good and collective “voice” and rights. This article explores the challenges facing professionals such as engineers, teachers Full Read Click Here

The holiday season comes early for U.S. labor: What to expect from America’s unions and why?

By Brian McArthur In 2012 Barack Obama won a decisive victory for control of the White House against his Republican challenger Mitt Romney. The President’s friend and political ally, Richard Trumka, organized a massive labor offensive that put more than $400 million in the hands of the Democratic party to get the President re-elected. With President Obama securely back in the White House, what will the labor movement’s priorities be going forward for the next four years? Will the labor movement insist the President re-introduce The Employee Free Choice Act knowing that a Republican controlled House of Representatives (Congress) will undoubtedly reject the Bill as they had in 2009? With the President’s solid support of labor’s overarching objectives, will there be a renewed confidence to engage in aggressive collective bargaining activities and, as such, will that lead to more labor disputes in the future? What about union organizing activities? Will labor use the President’s re-election as a catalyst to secure organizing victories to increase the extremely low union density rate? This article argues that the labor movement will be on the offensive over the next four years and will, with the support of the White House, aggressively pursue long sought after policies that they claim will benefit American workers Full Read Click Here

What is Shared Value?

Shared Value is the concept written about by Michael E. Porter and Mark R. Kramer (Harvard) in their seminal article called: Creating Shared Value: How to Reinvent Capitalism and Unleash a Wave of Innovation and Growth. In their article they define the concept as:

Shared Value involves creating economic value in a way that also creates value for society by addressing its needs and challenges. Businesses must reconnect company success with social progress. Shared value is not social responsibility, philanthropy or even sustainability but a new way to achieve economic success(1).

It is a unique view and opinion that Mr. Porter and his writing partner Mr. Kramer are advocating. Which has, in my view, gained momentum as the business environment has changed and presented significant challenges over the past decade.

Given the damaged relationship between society and its industrial leaders due to events such as Enron’s financial governance issues, market collapse of the financial services industry, environmental catastrophes such as Exon Valdez and BP Oil rig spills these events coupled with the impact of job losses, personal bankruptcies and high unemployment have left many grasping for a new way. Porter points out that operating a business with a view to creating shared value is good for business in many ways.

These ideas accept that capitalism is an effective method for efficiently meeting human needs, creating jobs and wealth. The opportunity is to fully unleash the potential of capitalism by taking a wider view. In other words, the purpose of a corporation must be redefined to be the creation of shared value and not just profit. The hypothesis is if this path is taken it can create the next wave of innovation and productivity. Many real examples are starting emerge to validate this thinking. Companies which have embraced this type of long term wider community thinking put shared value not at the margin of what they do but at the center. You can find these examples and much more related to this concept at their website http://www.fsg.org.

For those of us practicing Industrial and Labour Relations it is an exciting concept to embrace. We are uniquely able to influence shared value goals as we are accountable for the creation of Labour Relations strategy and the execution of the strategy through negotiations, dealings with communities, employees and working relationships with unions.

(1)Creating Shared Value: How to Reinvent Capitalism and Unleash a Wave of Innovation and Growth", Michael E. Porter and Mark R. Kramer, Harvard Business Review, Feburary 2011

Labour Relations Canada Aimed at The Skilled Employee

A person’s job is such an important aspect of his life that many times he has to transcend borders and move out to a completely new city and at times new country as well. The fact is a person with a high skill set in his job is always on the “Most Wanted” list of human resources management departments of companies. If you are good in your job you will always have your hands full with job offers. Not only this, the remuneration offered to you will be the best so as to keep you always with the company.

In developed countries like U.S, Canada, Europe a recent trend has immerged where you find imbalance between the new labors i.e workforce coming for a job and the labors retiring from the job. The result is shortage of people in the skilled labor category. To counterbalance this companies open their doors to a workforce from other states and countries as well. Canada is one such country which welcomes talent and skill with open arms and values a person for the work and skill that he has. For the comfort of the employees labour relations Canada laws are designed to the labours comfort where they offer flexible work hours and employee benefit family health schemes as well. Not only this in a recent development labour relations Canada is now encouraging women force to also join the construction sector. This is a step towards diversifying the work force from different sections of society and even minorities from different facets of work. Further companies are working towards keeping human resources employee relations very cordial and friendly with an aim to retain employees as far as possible.

Today’s labor is not just engrossed in his work but he requires diversification in his work as well. The human resources management of companies has to plan creative workshops and trainings for their employees. This makes the employee’s job interesting and makes them look forward to a new everyday in the company. This increases the zeal in the employees and they look forward to their day in the company. Another step towards enriching human resources employee relations is giving some rotation to the job of an employee. This way he learns something new in his job and at the same time gives him a new experience as well. This has been a big advantage for labour relations Canadaand has benefited the economy in a big way.

By initiating the new strategies and introduction to new departments and techniques you give new skill set to employees. Further, it brings about reorganized work arrangements, increased employee engagement and management responsiveness, devises new recruitment, selection, retention, and post-retirement strategies and above all improvement in productivity. At the end of the day the aim is to keep the companies employee happy and at the same time no compromise on productivity.

Chief Negotiator The Peacemaker in Industrial Relations

Disputes and conflicts are a common sight in an industrial set up where labors are seeking fulfillment of their demands. However, the sooner these issues are resolved the better it is. The reason being that, any kind of conflict means loss in work days on account of temporary shut down and thus loss in production. Not only this, a strike in a company gives a very doubtful impression of the company and raises suspicion on the company’s credibility and the labour relations of the company. Thus, the best solution in this regards is to implement such industrial relations strategies that will benefit the company for years to come and keep the employees happy as well. A step in improving the labor relations in industries is by incorporating very practical HR strategies which are conducive for both parties. Collective bargaining is the most accepted and most followed strategy in this regards with an aim to satisfy your employees to the fullest. This is a process where both the parties like trade unions which represent the workers and the representative of the employers sit across the table and decide on the company policies. These policies will be both accepted by the management and the workers and is meant to resolve all disputes and conflicts arising in the company. The chief negotiator has a major role to play in such situations as he puts forth the points from the side of a party and he has to make the other party agree to his points. Mostly the points cover the economic demographics of the company where remuneration is discussed for the employee. This is termed as the bargaining and the bargaining preparation has to be carried out well before hand with through study of the employee contract. The chief negotiator has to discuss and formulate a plan for action so that the employee party is happy and have a motivation to work. Basically it’s all about formulating a work plan and set of rules through which the work plan will be implemented for the workers and the corresponding remuneration will also be paid. Collective bargaining strategy involves a couple of well thought about steps. The first and foremost would be, collecting a group of workers and taking them into confidence for the work that that the chief negotiator will be doing. This would be followed by drafting a charter or a formal proposal which will be taken as the point of discussion with the company management. The development of this charter or proposal is most critical and holds the basis of the bargaining preparation that will be carried out. The main conflict that might arise here could be on account of the remuneration and the compensation aspects. But then yes with patience everything can be worked out. Thus, a right research team, financial advisors and above all a balanced chief negotiator holds the key to early and fair resolution of conflicts in the industry. visit www.oakbridgesconsulting.ca to know more about Industrial Relations Strategies